Gupta
HUMAN RESOURCE
MANAGEMENT
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Kavita
Gupta
ABSTRACT
This paper introduces the development of Human
Resource
Management
(HRM)
from
historical
differences
between
HRM
and
Personnel
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Hardware Requirements
Processor
: Pentium-iv
RAM
: 1GB
Hard Disk
: 40 GB
Printer
: HP Laser Zet
Monitor
: LG Monitor
Software Requirements
Back end
MS access
Front End
Windows XP
Tool
M. S. Office
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Kavita
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INTRODUCTION
The term "human resource management" has been
commonly used for about the last ten to fifteen years. Prior
to that, the field was generally known as "personnel
administration."
The
name
change
is
not
merely
cosmetics.
Personnel administration, which emerged as a clearly
defined field by the 1920s (at least in the US), was largely
concerned the technical aspects of hiring, evaluating,
training, and compensating employees and was very
much of "staff" function in most organizations. The field did
not normally focus on the relationship of disparate
employment
practices
on
overall
organizational
as
globalization,
deregulation,
and
rapid
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planning--a
process
of
anticipating
future
resource
management
(HRM),
also
called
of
employees
group,
and
toward
the
organizational
attainment
goals.
of
An
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by
providing
them
with
the
necessary
that
will
energize,
direct,
and
facilitate
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1. Industrial Welfare
Industrial welfare was the first form of human resource
management (HRM). In 1833 the factories act stated that
there should be male factory inspectors. In 1878
legislation was passed to regulate the hours of work for
children and women by having a 60 hour week. During
this time trade unions started to be formed. In 1868 the 1st
trade union conference was held. This was the start of
collective bargaining. In 1913 the number of industrial
welfare workers had grown so a conference organized by
Seebohm Rowntree was held.
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institute
of
psychologists
established
and
wage
policies. This
meant
that
a personnel
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4. Industrial Relations
Consultation between management and the workforce
spread during the war. This meant that personnel
departments became responsible for its organization and
administration. Health and safety and the need for
specialists became the focus. The need for specialists to
deal with industrial relations was recognized so that the
personnel manager became as spokesman for the
organization when discussions where held with trade
unions/shop stewards. In the 1970's industrial relations
was very important. The heated climate during this period
reinforced the importance of a specialist role in industrial
relations negotiation. The personnel manager had the
authority to negotiate deals about pay and other collective
issues.
5. Legislation
In the 1970's employment legislation increased and the
personnel function took the role of the specialist advisor
ensuring that managers do not violate the law and that
cases did not end up in industrial tribunals.
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7. Information Technology
Some systems where IT helps HRM are: Systems for erecruitment; On-line short-listing of applicants; Developing
training strategies on-line; Psychometric training; Payroll
systems; Employment data; Recruitment administration;
References;
Pre-employment
checks.
IT
helps
HR
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in
the
early
1900s.
In
his
book,
Shop
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more
fully
in
later
section,
these
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Taylor
advocates
scientific
1890-
1910
19101930
1930-
1945
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affecting
worker
productivity.
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1965
1965-
1985
1985-
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dramatic
changes
in
transportation,
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management
is
often
considered
an
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manager,
and
vice
versa.
In
some
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without
large
HRM
departments,
line
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responsibility:
procedures,
establishing
HRM
developing/choosing
monitoring/evaluating
HRM
policies
HRM
and
methods,
practices,
and
typically
decide
(subject
to
upper-
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HRM
perspective,
line
managers
are
mainly
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Investigate accidents
final
written
product.
Additionally,
when
HR
training
designs/conducts/evaluates
needs
training
analysis;
programs;
structure;
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designs
pay-for-performance
and/or
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Employment/Recruiting
Assists in the HR planning process; develops/purchases
HR
information
systems;
develops/updates
job
Safety/Health/Wellness
Develops accident prevention strategies; develops legal
safety and health policies; implements/promotes EAP and
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EEO/Affirmative Action
Develops and administers affirmative action programs;
helps resolve EEO disputes; monitors organizational
practices with regard to EEO compliance; develops
policies for ensuring EEO compliance, such as sexual
harassment policies.
HRM Research
Conducts research studies, such as cost-benefit analysis,
test validation, program evaluation, and feasibility studies.
NEW HRM SPECIALTY AREAS
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child-
or
elder-care
providers;
administers
Cross-Cultural Training
Translate the manners, mores, and business practices of
other nations and cultures for American business people.
Other
cross-cultural
trainers
work
with
relocated
Managed-Care
As a company's health-care costs continue to escalate,
employers are embracing managed-care systems, which
require employees to assume some of the costs.
Employers hire managed-care managers to negotiate the
best options for employees.
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Managing Diversity
Develop policies and practices to recruit, promote, and
appropriately treat workers of various ages, races, sexes,
and physical abilities.
of
anti-discrimination
laws
on
firms'
hiring
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grievance
procedures,
and
overtime
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such
development
individuals
of
who
organizations
more
must
foster
globally-oriented
understand
foreign
the
managers:
languages
and
such
as
relocation
costs,
selection,
in
away
that
consistent
with
broad
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resource
management
(HRM)
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of
employees,
congruence
of
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CONCLUSION
The penalties for not being correctly staffed are costly.
Planning staff levels requires that an assessment of
present and future needs of the organization be
compared with present resources and future predicted
resources. Appropriate steps should then be planned
to bring demand and supply into balance. The central
aim of modern human resource management is to
enhance
the
effective
use,
involvement
and
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REFERENCES
Kleiman,
Lawrence
S.
Human
Resource
Cincinnati:
South-Western
College
Publishing, 2000.
Perspective."
Academy
of
Noe,
Raymond
A.,
et
al.
Human
Resource
SHRM
Online.
Society
for
Human
Resource
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Survey,
and
Assessment",
MIS
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